Business Consulting News

Reading, PA

Business Consulting News


Reading, PA

by: Trusted Advisors

Trusted Advisors Network

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Reading, PA –Comparison between Management & Leadership | Business Coaching News

Are you curious about the difference between management and leadership?

Leadership skills are often considered to be an important prerequisite for being a successful manager. Many of us believe that we need to be assertive and take initiative in the workplace in order to climb the corporate ladder and take up managerial roles in the future. However, what we don’t realize is that leadership and management are quite different, to begin with. Continue reading this article to find out the difference between leadership and management.


Leaders Promote Visions but Managers Promote Goal Attainment

The main difference between leaders and managers is what they promote. Leaders are ambitious people who imagine a new world of possibilities. They inspire and convince other people to believe in their vision and make active efforts to achieve it. Leaders think out of the box and encourage people to take part in a collective effort to support a bigger cause.

On the other hand, managers focus on increasing individual productivity and the attainment of independent goals. Managers delegate simple routine tasks to employees to achieve the objectives of the organization. They also evaluate the job performance of every employee individually.

Leaders Bring about a Change but Managers Bring Stability

The next difference is that Leaders love the chaos of change whereas managers avoid it. They proudly disrupt the order of a system to bring about revolutionary changes. Leaders aim for innovation despite the interruption and challenges that the waves of change bring with them. The same cannot be said about managers.

Managers play it safe and maintain the status quo. Managers do not aim for extreme changes but rather stability. Managers continue to do things the way they have been done in the past and refine systems with small gradual changes. Managers want improvement but they implement changes in a more smooth and gradual manner.

Leaders Are Risk-Takers but Managers Are Risk-Mitigators

 Another key difference between leaders and managers is that leaders love to take blind risks based on their beliefs whereas managers only take calculated risks. Leaders are always willing to try new things to support their vision even if they have no guarantee of success. Leaders are not afraid to fail and will never back down from taking risky decisions if there is a small chance that it might help them on their path to success.

Managers, on the other hand, always try to minimize risk. They always weigh the pros and cons of a situation and then take a calculated risk. Managers constantly make efforts to avoid problems and find ways to get a job done by involving minimal risk.


Leaders have blind followers but managers have cooperative employees

The last important difference between leaders and managers is in the way they work with other people. Leaders often have devoted followers who have blind faith who follow the leader’s commands and requests without ever questioning them. This is not the case with managers. Managers give guidelines to and work with independent dedicated employees who have a mind of their own. Effective managers are always open to intellectual discussion and confidently answer questions from their employees.

Please visit our website for more information on effective management.  

Reading, PA – Emotional Intelligence for Customer Loyalty – Business Coaching

Are you looking for ways to develop customer loyalty for your new business?

There is no denying that humans are highly emotional beings. They let the power of their emotions guide their decision-making not only in their personal lives but also in practical situations like when choosing what products to purchase. This is why brands need to focus on enhancing the customer experience and connecting with their customers at an emotional level rather than simply providing them with functional benefits through products. Continue reading this article to learn how the use of emotional intelligence in business can help develop customer loyalty.

Businesses Need to Be More Self-Aware

develop customer loyaltyThe first major component of emotional intelligence is self-awareness. Self-awareness is all about self-reflection and how you portray yourself to the people around you. Businesses today need to be more and more self-aware and portray themselves thoughtfully to their customers if they want to develop long-term customer loyalty. This is because the modern customers of today are not just drawn to exceptional products but to exceptional companies. Customers today are concerned about sustainability and do not want to buy from companies that are exploiting the resources of this planet.

Instead, modern customers are more interested in buying from socially responsible companies that play their part in making this world a better place. Customers today realize that large business corporations have the power to help local communities and develop more sustainable business processes.

Customers are far more selective about which companies to buy products from today and want to buy from companies that have similar values as them. This means that in order for businesses to develop long term customer loyalty, companies must be dedicated to social causes so their customers feel pride in being associated with them.

Businesses Must Communicate on a More Personal Level with Their Customers

Communication skills are crucial for developing customer loyalty. Gone are the days when customers responded to automated emails.  Corporate speak is one of the easiest ways you can scare away a potential customer today.  Modern customers do not want to communicate with a faceless business but rather look for companies that have a vibrant brand personality.

This is why businesses today must communicate on a more personal level with their customers. Whether it is while answering questions on live chat or responding to queries through emails, businesses must have the ability to communicate with customers informally to build a rapport with them.

Customer Experience

Businesses Need to Enhance the Customer Experience

Another way to use emotional intelligence to build customer loyalty is to enhance the customer shopping experience in your stores.  According to a recent study, 55% of customers are willing to pay more for a better customer experience.  This means businesses today need to train their staff to treat every customer with the utmost respect and to give them the attention they deserve while shopping. Better engagement of the staff with a walk-in customer will help shape a positive image of the brand in a customer’s mind. This can help businesses win over customers in the long run.

We hope reading this article has helped you understand the importance of using emotional intelligence to develop customer loyalty.

Please visit our website for more information on ways to develop customer loyalty.

Reading, PA – Effective Business Consulting & Leadership are all about Results

Are you looking for ways to polish your leadership skills to achieve better results as a team?

Once you step into a leadership role, it’s no longer about achieving your personal targets. Effective leadership is all about having the ability to delegate work to the right people and motivating subordinates to deliver better work performances to achieve better team results.  In the end, it doesn’t matter how competent you are in your leadership if you cannot support this claim through proof and statistics.

The only way to prove yourself as a successful leader and a valuable asset in the workplace is by motivating your team to work hard so that they deliver improved results. Continue reading this article to learn ways you can polish your leadership skills to obtain better work performances from your team.


Set Ambitious yet Realistic Targets

The first important step on the road to becoming a more successful leader is setting ambitious yet realistic targets for your team. As the leader of a team, it is your job to obtain the optimal work performance from each of the employees working in your team. Don’t let people get comfortable in delivering the same performance back to back.

You must set ambitious goals that help to motivate people to work harder to achieve these goals. However, it is also important that you identify the limitations of your workforce so that you don’t overburden them unrealistic and unachievable targets. In order to truly motivate your workforce, the targets you set for your team must strike the perfect balance between being ambitious and achievable.

Communicate Strategies and Expectations Clearly

The next important task of an effective leader is to communicate strategies and expectations to their team with clarity. To achieve the best results as a team, a leader must always guide the whole team in the right direction by suggesting useful strategies. Moreover, your team members will never be able to deliver the kind of results you expect from them if you don’t communicate them properly. You must convey the specific targets and tasks that a team member has to accomplish within a timeframe so that they know exactly what is expected of them. This will help you minimize the chances of misunderstandings and bring everyone on the same page.


Motivating and Inspiring Others to Deliver Their Best

The last way in which you can achieve better results as a team is by motivating and inspiring the people in your team. A leader must have strong interpersonal skills that allow them to build a strong rapport with their employees. A leader must also know how to use the power of their words so that they can lift the morale of a team member. A leader can’t only push people for better results because that can also backfire. Some employees feel highly discouraged and demotivated when they are constantly pressured to give better results. This is where a leader steps in to encourage employees and recognize their efforts to make them feel valued so that they stay committed to delivering results.

Please visit our website for more information on effective leadership.

Reading, PA – Hire Better with Personal Assessments – Business Coaching News

Not sure how personal assessments can be used to make better hiring decisions?

With the number of candidates applying for a single job positing increasing by the day, employers have now come up with a new tool to help them make better hiring decisions— personal assessments. Personal assessments are commonly used in the corporate world today to help organizations choose the best person for a position from the large pool of candidates.

These tests are specifically designed to help in judging a candidate’s qualities and skills and see how they can be a good fit for the job. The main goal of personality assessments in the hiring process is to reveal certain aspects of a person’s personality that an employer could not have easily picked up during a traditional interview. Continue reading this article to find out why personal assessments are used for better hiring decisions

personal assessments

Personal Assessments Allow Organizations to Judge Candidates on What They Will Do

Earlier, the recruitment process relied heavily upon a person’s pre-existing experiences and accomplishments to judge their personality and skills in order to forecast how they will perform at any organization. This is why candidates with more experience and achievements in the past easily outshined fresh graduates who were just about to enter the corporate world. This seemed to be a little unfair because the recruitment process for every position demanded work experience as a pre-requisite for the job— something that wasn’t always possible for fresh graduates.

This is where personal assessments came into the fray. Personal assessments allow organizations to ask hypothetical questions and judge candidates based on what they will do when they face a certain type of situation. This gives the newcomers in the corporate environment a fair chance at impressing employers.

Personal Assessment

Personal Assessments Are Not Prejudiced

The modern workplace focuses on promoting diversity. This is why many businesses opt for personality assessments as a way of reducing the effects of the unconscious bias of an interviewer. The scores of personal assessments are often calculated by a computer to give insights about a person’s personality. This is a smart way to level the field for people from diverse backgrounds so that nobody is unconsciously favored for any reason.

Personal Assessments Help Organizations Predict Job Performance

Personal assessments are carefully designed with strategic questions that help an organization predict the performance of a candidate. Certain positions in the workplace require specific personality traits for one to be able to handle the workload and manage a team efficiently. These traits cannot always be easily identified through face-to-face interviews.

Personal assessments cover different aspects of a person’s personality like agreeableness, ability to multitask, stress management, need for recognition, self-esteem, sociability, and leadership capabilities. The test scores then help organizations to choose a candidate who has the most suitable traits which are required for a certain position.

Hiring the right candidates is crucial for companies as the recruitment process requires time, effort, and resources. This is why personal assessments are used as an effective tool for hiring the best talent for an organization.

Please visit our website for more information on personal assessments.

Reading, PA – How To Develop Better Employees | Business Consulting News

How do we develop our employees so they assume greater responsibility?

If you want your employees to assume greater responsibilities, you will need to provide a culture where both continuous learning and employee development are a top priority.

The benefit of investing in and creating future growth plans for every employee will provide the organization with staggering long-term results such as:

  • Competitive market growth
  • Increasing employee and organizational performance

    Employee Development | Business Consulting | Reading, PA

    Company employees working in software development and designer office

  • Building internal capabilities required to win when business circumstances change
  • Shortening the time necessary for employees to transition into new roles and responsibilities
  • Building a strong succession plan by building strong leaders
  • Creating strategic alignment between all strategies, employees, and internal processes
  • Driving innovation
  • Creating loyal employees, which in turn helps drive a loyal customer base.

The last point listed is particularly important. An employee’s loyalty to the organization is only enhanced by working with each employee to create and customize a personal development plan. Tim Shoonover, Chairman of OI Partners, said in a recent article “To sustain growth in your company, there must be a path to leadership. If an employee doesn’t have a leadership development plan in place and isn’t able to see her career progression, she is less likely to be engaged or to expend discretionary effort.”

What is creating an employee development process worth to your company? Here are some thought-provoking questions that may be useful as you analyze your company’s current employee development strategy.

  1. If you needed to fill a key leadership position in your company tomorrow, is there someone ready and able to fill the position? How do you know? Based on what process or evidence do you know he/she has the right skills, knowledge, and attitudes to fill that role and excel?
  2. What does your organization’s published employee development plan look like today?
  3. How frequently do you and/or your team review each employee’s development plan, and how is action organized as a result of those plan reviews?

If any of your answers to the questions listed above cause you concern or you just do not know the answer, then perhaps it is time to make employee development a priority. The growth and success of your organization depend on it! Engaged employees are your organization’s most valuable asset. Invest wisely!


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BIO: We partner with organizations to help them accelerate & grow profitable marketplace advantages by helping align people and processes with strategy. How we do it is dependent upon the specific needs of each client, however, the results are palpable!